Choosing the best method Essay Example for Free

Choosing the best method Essay Two approaches to the development of automation for organization that are moving from a manual system have been adopted. An organization moving from an old system may choose to either develop their own or buy an already made system. There are several issue involved in deciding on whether to buy or to build a system and thus every organization must look at these factors keenly before making a decision as it has a great bearing on the effectiveness of the organization in meeting the needs of its customers and their expectation at the time of implementation and in future. Furthermore, such strategic decisions that affect an organizations future invariably have an effect on almost all aspects of the organization including the stakeholders. Development of in-house software requires long term commitment in terms of resources and time from developers who often have too much to do and not enough time (Jenny, 2004). On the other hand, if a company decides to purchase the software it effectively enters a long term business relation with a vendor who not only charge high amounts for the purchase of the license but a considerable chunk of the organizations finances will be directed towards the customization and installation of the software. The organization which is medium sized and in its active growth period faces a tough decision on the implementation of the software especially in consideration of the relative advantages and disadvantages of each approach. The advantages of building an automated help desk support system may include the reduction of the cost involved, moreover the organizations labor force are presented with a chance to understand the in details with regards to the working of the automated support system. Furthermore, the need for training of supports staff for information technology is eliminated as they are responsible for the systems existence and are thus well conversant on its operations. On the other hand, the disadvantage may include the need for IT labor can be significant in the organizations budget, furthermore the approach does not have any form of guarantee that will help the organization in recovery in case the system crashes as they are solely responsible for the existence and maintenance of the system. In addition, the approach is associated with a considerable amount of pain experienced by the customers and the end users of the system in case of system malfunction or lapse in performance. Lastly the building process can be so demanding on an in-house IT department or team that is not well conversed with the application that the organization intends to come up with. A decision to buy the office help support system involves a thorough survey and the calculation of the total cost involved in ownership, determination of the best software company and product and the actual purchase of the automated office support system (Coldwell, 1999). The determination of what the company needs is a very critical part in the decision making process as most individuals and executive often fail at this phase and instead state what the organizations wants. Moreover, the considerations on the financial stability of the software company and their level of experience all come in handy in the decision making process. After the determination of all these, the focus hen shifts to what the organization needs after which a purchase is made. Some of the benefits associated with this approach include increase in user satisfaction, well developed user support, reduced need for internal help support and easy access to support any time of the day. The disadvantages may include increased cost associated with training of staff on the use of the new software, furthermore the process of buying which is quite length may ignore some aspects leading to the purchase of a poor help support system. Lastly, customization of the systems to meet the needs of the customers is done by an outsider which often lead to conflict of interest.

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The fundamental theme in Ken Kesey’s One Flew Over the Cuckoo’s Nest involves society's destruction of individuality. People who refuse to conform to the social standards face ridicule and judgment. Kesey develops this theme through his use of mechanical imagery, metaphors, and symbolism. The novel takes place in a mental hospital, the narrator, Chief is a patient in the ward who suffers from vivid hallucinates. When McMurphy, a spirited character arrives at the ward he begins to question the humility of the hospital, his criticisms of the hospital spark a rebellion amongst the other patients. McMurphy teaches the others to think and speak as individuals and to be themselves despite others judgements. As Nurse Ratched sees the usually powerless patients find power in numbers she decides their leader, McMurphy must be eliminated if she wants to maintain control. She eventually has McMurphy lobotomized leaving him in a vegetable state. In the end Chief runs away fro m the hospital deciding to no longer live his life under the oppressive rule of doctors and nurses. After being inspired by McMurphy’s free thinking ways Chief decides that living a life dictated by society is not a quality life. Throughout the novel Chief continually describes the people and things around him being machines, these machines however are not real. Chief gives a disclaimer very early on â€Å"But it’s the truth even if it didn’t happen†(Kesey 8) acknowledging that the machines he describes could be results of his hallucinations. However these hallucinations are extremely relevant and should not be discounted. â€Å"Hallucinations provide metaphorical insight into the hidden realities of the hospital and should not be overlooked simply because they did n... ...to do your thing, not unless it happens to be their thing, too. It's a laugh, Goober, a fake. Don't disturb the universe, Goober, no matter what the posters say† (Cormier). Jerry is stating that it is better to fit in and conform than to rebel. Don’t disturb the flow of society. Interrupt its progress and get destroyed by its mechanical properties. Jerry and McMurphy were both different, they never fit in with others around them. In the end Jerry and McMurphy paid ultimate the price. If you disturb the way society works you must face the consequences. The combine wants everyone to fit in and play a specific part. Power figures like Nurse Ratched are there to enforce the rules. Society could stop this destruction but taking a stand against the machine is difficult when done alone. In conclusion the destructive tendencies of society is a tragic part of everyday life.

Use Of Bone Marrow Transplants Health And Social Care Essay

The bone marrow is a sponge-like tissue found in the centre of certain castanetss that contains root cells that are the precursors of ruddy blood cells ( red blood cells ) that carry O to the tissues in the organic structure, white blood cells ( leucocytes ) that aid battle infections and to assistance in the immune system and thrombocytes which help with blood curdling. Each of these cells plays a important function in the organic structure by keeping normal physiological map. The bone marrow is a critical portion of the human organic structure. A bone marrow graft is when particular cells ( called root cells ) that are usually found in the bone marrow are taken out, filtered, and given back either to the same individual or to another individual. It involves pull outing bone marrow incorporating normal root cells or peripheral root cells from a healthy giver, and reassigning it to a receiver whose organic structure can non fabricate proper measures of normal blood cells. Infusion of haematopoietic root cells from oneself or another individual normally follows high dose chemotherapy and/or irradiation. The end of the graft is to reconstruct the receiver ‘s blood cells and immune system and hopefully bring around the implicit in disease In patients with leukaemia, aplastic anaemia, and some immune lack diseases, the root cells in the bone marrow have malfunction, bring forthing an inordinate figure of faulty or immature blood cells as in the instance of leukaemia or low blood cell counts in the instance of aplastic anaemia. The immature or faulty blood cells interfere with the production of normal blood cells, accumulate in the blood stream and may occupy other tissues so bone marrow graft enables the doctors to handle these diseases with aggressive chemotherapy and/or radiation by leting replacing of the morbid or damaged bone marrow after the chemotherapy/radiation intervention. While bone marrow grafts do non supply 100 per centum confidence that the disease will non repeat, a graft can increase the likeliness of a remedy or at least prolong the period of disease-free endurance for many patients. Bone marrow organ transplant is an effectual intervention for a assortment of haematological tumors, furnace lining lymphoma, and some solid tumours. An increasing figure of bone marrow grafts are performed every twelvemonth. The therapy has been used to rectify a assortment of marrow failure provinces, congenital mistakes of metamorphosis, immune lacks, haematological malignances, and even solid tumours. The first successful grafts were performed with root cells derived from the marrow of indistinguishable twins ( syngeneic organ transplant ) ; nevertheless, application of organ transplant therapy broadened with the usage of root cells obtained from either related or unrelated givers ( allogeneic organ transplant ) appropriately matched at the human leucocyte antigens ( HLA ) , or even with a patient ‘s ain root cells ( autologous organ transplant. Deciding on type of BMT depends on type and phase of disease, handiness of root cells, age, public presentation position and the c linical status of patient Bone marrow organ transplant is required in the sense that is to remedies many diseases and malignant neoplastic diseases. When a kid ‘s bone marrow has been damaged or destroyed due to a disease or intense interventions of radiation or chemotherapy for malignant neoplastic disease, a marrow graft may be needed to rectify the abnormalcy. It is besides required to replace morbid, non-functioning bone marrow with healthy working bone marrow ( for conditions such as leukaemia, aplastic anaemia, and reaping hook cell anaemia ) . It is besides indispensable to replace the bone marrow and reconstruct its normal map after high doses of chemotherapy or radiation are given to handle a malignance in a procedure called â€Å" deliverance † which is usually used for diseases such as lymphoma, neuroblastoma, and chest malignant neoplastic disease. The procedure is besides of import in the replacing of bone marrow with genetically healthy working bone marrow to forestall farther harm from a familial disease procedure. Literature reappraisal Bone marrow organ transplant ( BMT ) or haematopoietic root cell organ transplant ( HSCT ) is a medical process in the field of haematology and oncology that involves organ transplant of haematopoietic root cells ( HSC ) .It is most frequently performed for people with diseases of the blood or bone marrow, or certain types of malignant neoplastic disease. Transplant of either allogenic or autologous bone marrow has become an progressively applied and successful therapy for patients with haematological malignances and certain solid tumours. BMT is an illustration of a extremely proficient therapy that offers hope to patients with bone marrow failure or assorted malignances. Bone marrow organ transplant is much more dearly-won â€Å" up-front † but possibly non more dearly-won long-run than alternate therapies. Over the past 40 old ages, bone marrow organ transplant and haematopoietic root cell organ transplant have been used with increasing frequence to handle legion malignant and nonmalignant diseases. Post-World War II â€Å" Cold War † frights of atomic warfare stimulated involvement in the effects of radiation on the human organic structure. Early surveies with animate beings has shown that bone marrow was the organ most sensitive to the detrimental effects of radiation and for that ground the reinfusion of marrow cells was used to deliver lethally irradiated animate beings. In one survey done in 1950s, patients were given deadly doses of radiation to handle leukaemia and many had haematological recovery following this intervention, but finally all patients succumbed to get worse of their malignances or to infections. In the 1950s and 1960s, about 200 allogeneic marrow grafts were performed in worlds, with no long-run successes. However, during this clip, organ transplant utiliz ing indistinguishable twin givers has brought a just sum of success and provided a important foundation to go on clinical research in the field. Hematopoietic root cell organ transplant remains a hazardous process with many possible complications ; it has traditionally been reserved for patients with dangerous diseases. While on occasion used by experimentation in nonmalignant and nonhematologic indicants such as terrible disenabling auto-immune disease and cardiovascular, the hazard of fatal complications appears excessively high to derive wider credence. Although economic analyses appear comparatively simple, reading and usage can be debatable. Several economic analyses have identified complications that occur often and impact the reported cost-effectiveness of high-dose chemotherapy. Attempts to cut down the cost of bone marrow organ transplant have focused on new schemes to more efficaciously command these complications. The debut of new engineerings to rush engraftment, to better patient choice methods, and the shifting of attention to outpatient scenes all have resulted in important decreases in continuance of infirmary stay, treatment-related mortality, and costs. More surveies of long-run results are needed for graft and non graft intervention options to steer present and future applications of this intervention option. Expanded indicants for graft continue to be explored. Preliminary information suggest a possible function for graft in the intervention of autoimmune diseases such as lupus, multiple induration, systemic induration, and juvenile rheumatoid arthritis. In add-on, in utero graft holds promise for early rectification of familial disease, with some success already demonstrated with the immunodeficiency syndromes. The accent of current research is chiefly directed at diminishing toxicity and GVHD while increasing the pool of possible givers by developing techniques to traverse the traditional HLA histocompatability barriers more successfully. Grafts are performed with increasing grades of mismatch. With the promotions in techniques, indicants, and supportive therapy, the graft of haematopoietic root cells continues to be an forward field in the intervention of human disease. Once a disease procedure has been identified and graft is considered as a possible therapy, an appropriate giver must be identified. The best possible lucifer consequences in the least complications. For allogeneic grafts, HLA histocompatability typewriting is performed for immediate household members ab initio utilizing serologic typewriting. Fully matched household members provide the most compatible lucifers because they frequently portion minor HLA antigens non normally included in proving. Before undergoing BMT, patients should undergo a series of trials and processs for testing and readying based on the patient ‘s disease procedure and medical history. There is besides pre-transplant instruction where graft squad and the patient meet to discourse the consequences of the testing, intervention options and the intervention program. Transplant conditioning is the done with the chief purpose of destructing unnatural cells or malignant neoplastic disease cells throughout the pa tient ‘s organic structure utilizing conditioning regimen which consist of chemotherapy, radiation therapy or both. The crop processs for autologous or allogeneic BMT are similar and are depended on the undermentioned factors: The patient ‘s physical status, donor handiness and insurance blessing. The BMT process involves three stages. In the first stage, enduring 5 to 14 yearss, the bone marrow receiver is prepared for the transplant and immunosuppressive and cytotoxic chemotherapy are administered and irradiation is used to enable the receiver to accept the transplant, to forestall transplant rejection, and in instances of acute leukaemia to extinguish residuary leukaemia. In the 2nd stage, bone marrow is from the giver is intravenously administered to the transplant receiver. Donors and receivers of bone marrow grafts must hold HLA compatability. The 3rd stage involves a period of waiting for the bone marrow to ingraft and work usually in the receiver. During the clip required for engraftment, the transplant receiver is vulnerable to infection, hemorrhage, terrible weight loss, rejection of the transplant, and graft-versus-host disease ( GvHD ) . Some of the posttransplant intervention typically includes cyclosporin A and perchance other chemotherapies to either prevent or dainty transplant versus-host disease ( GVHD ) . The results of the therapy depend on many factors such as: Improvements in supportive attention, antibiotic regimens, and DNA-HLA is associated with favourable result. The patient ‘s province of wellness or stable disease or disease in remittal is associated with better results than those transplanted during a ulterior disease stage or with relapsed disease. Young age at clip of graft and besides CMV-negative position of receiver and giver enhance the likeliness of endurance. The sum of haematopoietic cell dose given at clip of graft may besides rush engraftment and better result though it has an increased hazard of GVHD. Bone marrow organ transplant is one of legion new medical engineerings that have raised complex legal and ethical issues. Laws refering to medical progresss have been passed in response to the demand to decide struggles in judicial sentiments instead than expectancy of those issues which impinge on single autonomies. Some of the legal and ethical issues are malpractice claims, proving prospective givers for AIDS, sale of bone marrow, informed consent for both giver and receiver, and inquiries that arise when the giver is a kid. Pre-counseling is done to the patient prior to any intercession since information helps the patients in the undermentioned ways: To build positive attitudes in relation to the disease, enables a better response to the state of affairs, facilitates patient ‘s effectual engagement in the determination devising procedure and future programs and besides plays a important or cardinal function in wellness. Furthermore, the patients have a legal right to be inf ormed about their disease. Decision: The bone marrow is a critical portion of the human organic structure. Bone marrow organ transplant is an effectual intervention for a assortment of haematological tumors, furnace lining lymphoma, and some solid tumours. The most of import cell needed for successful organ transplant is the haematopoietic root cell whose major beginnings are bone marrow, peripheral blood, and cord blood. These can be obtained from assorted givers as either autologous or allogeneic. Deciding on type of BMT depends on type and phase of disease, handiness of root cells, age, public presentation position and the clinical status of patient. The procedure is besides of import in the replacing of bone marrow with genetically healthy working bone marrow to forestall farther harm from a familial disease process.. BMT is an illustration of a extremely proficient therapy that offers hope to patients with bone marrow failure or assorted malignances. Bone marrow organ transplant is much more dearly-won â€Å" up-f ront † but possibly non more dearly-won long-run than alternate therapies. Hematopoietic root cell organ transplant remains a hazardous process with many possible complications ; it has traditionally been reserved for patients with dangerous diseases. The accent of current research is chiefly directed at diminishing toxicity and GVHD while increasing the pool of possible givers by developing techniques to traverse the traditional HLA histocompatability barriers more successfully. With the promotions in techniques, indicants, and supportive therapy, the graft of haematopoietic root cells continues to be an forward field in the intervention of human disease. With the promotions in techniques, indicants, and supportive therapy, the graft of haematopoietic root cells continues to be an forward field in the intervention of human disease. Mentions Frick, E. , Motzke, C. , Fischer, N. , Busch, R. , & A ; Bumeder, I. ( 2005 ) . Is perceived societal support a forecaster of endurance for patients undergoing autologous peripheral blood root cell organ transplant? Psycho-Oncology, 14, 759-770. Holland, J. & A ; Alici, Y. ( 2010 ) . Management of hurt in malignant neoplastic disease patients. Journal of Supportive Oncology, 8 ( 1 ) , 4-12. Jacobsen, P. ( 2009 ) . Promoting evidence-based psychosocial attention for malignant neoplastic disease patients. Psychooncology, 18, 6-13. Jacobsen, P. & A ; Jim, H. ( 2008 ) . Psychosocial intercessions for anxiousness and depression in grownup malignant neoplastic disease patients: accomplishments and challenges. A Cancer Journal for Clinicians, 58, 214-230.A NCCN Clinical Practice Guidelines in Oncologya„? Distress Management ( Version 1.2010 ) . A © 2009 National Comprehensive Cancer Network, Inc. Available at: NCCN.org. Accessed [ Febuary 3, 2010 ] . Ranson, S. , Jacobsen, P. , & A ; Booth-Jones, M. ( 2006 ) . Validation of the hurt thermometer with bone marrow graft patients. Psycho-Oncology, 15, 604-612. Wells, K. , Booth-Jones, M. , & A ; Jacobsen, P. ( 2009 ) . Do get bying and societal support predict depression and anxiousness in patients undergoing hematopoitic root cell organ transplant? Jouranl of Psychosocial Oncology, 27, 297- 315. Williams, S. & A ; Dale, J. ( 2006 ) . The effectivity of intervention for depression/depressive symptoms in grownups with malignant neoplastic disease: a systematic reappraisal. British Journal of Cancer, 94, 372-390.A The usage of allogeneic haematopoietic cell organ transplant ( HCT ) has increased as new techniques have been developed for organ transplant in patients who antecedently would non hold been considered HCT campaigners. However, its efficaciousness continued to be limited by the development of frequent and terrible ague GVHD. The complex and intricate pathophysiology of acute GVHD is a effect of interactions between the giver and host innate and adaptative immune responses. Multiple inflammatory molecules and cell types are implicated in the development of GVHD that can be categorized as: ( 1 ) triggers that initiate GVHD by therapy-induced tissue harm and the antigen disparities between host and transplant tissue ; ( 2 ) detectors that detect the triggers, that is, procedure and present alloantigens ; ( 3 ) go-betweens such as T-cell subsets ( naif, memory, regulative, Th17 and natural slayer T cells ) and ( 4 ) the effecters and amplifiers that cause harm of the mark variety meats. These multiple inflammatory molecules and cell types that are implicated in the development of GVHD have been described with theoretical accounts that use bit-by-bit Cascadess. Herein, we provide a fresh position on the immunobiology of acute GVHD and briefly discuss some of the outstanding inquiries and restrictions of the theoretical account systems. Bone Marrow Transplantation ( 2010 ) 45, 1-11 ; doi:10.1038/bmt.2009.328 ; published online 30November 2009 Fifty old ages ago, Billingham1 identified three requirements for the development of GVHD: ( 1 ) the presence ofimmunocompetent cells in the giver inoculant, ( 2 ) the inability of the receiver to reject the giver cells and ( 3 ) a histocompatibility difference between the giver and receiver. Billingham RE. The biological science of graft-versus-host reactions. Harvey Lect 1966-67 ; 62: 21-78. Some future research waies 1. Impact of type of harm ( programmed cell death V mortification of different cellular subsets ) , specific DAMPs, unfertile redness and complement system. 2. Contribution of host intestine microbiome and the giver immune position. 3. Determine GVHD antigenic repertory, place immunodominant antigens. 4. Understand the function of both professional ( DCs, macrophages ) and semi-professional ( B cells ) giver and host APC subsets, the relevancy and mechanisms of cross-presentation. 5. The mechanisms and function of donor Th distinction, regulative, memory T cell, and NK cell subsets. 6. Functions of specific effecter tracts in doing distinguishable mark organ harm. 7. Determinants of mark organ specificity, the function of mechanisms of fix and neovascularization in the badness of harm. 8. Mechanisms and effect of immunosuppression induced straight by GVHD. 9. Development of an incorporate systems attack for understanding the biological science of GVHD. Biology of ague GVHD S Paczesny et Al 7 BonePatient Education /Curative patient instruction ( TPE )a continous procedure integrated in wellness attention aˆ? patient centred aˆ? adapted to the development of unwellness and patientA?s life-stile aˆ? portion of the long-run direction of unwellness aˆ? structured and organized aˆ? benefited by appropriate pedagogic means* aˆ? multiprofessional, interdisciplinary and intersectonial. *I. Rabbone, 2007 The function of the patient is cardinal in taking attention of himself in order to lend to his conditions and be responsible of his status, and to be a squad resource â€Å" without costs † ( Rabbone I. , 2009 ) . **J. Philips, 1998 Patients have a legal right to be informed about their disease butaˆÂ ¦they assume it is non ever respected ( Visser et al. , 2009 ) . Information is a demand of patients as it allows them: – to build positive attitudes in relation to the disease, – a better response to the state of affairs and – an effectual engagement in the decission doing procedure and hereafter programs aˆ? Information besides has a cardinal function in wellness instruction plans Patient need information about: – Disease – Treatment options – Treatments results – Symptoms – Side effects – Quality of life aˆ? Information should be delivered in an synergistic manner aˆ? Information/education is necessary in all stages of the graft S Setting. Pick a private location. P Perception. Find out how the patient positions the medical state of affairs. I Invitation. Ask whether the patient wants to cognize. K Knowledge. Warn before dropping intelligence. E Empathy. Respond to the patient ‘s emotions. S Strategy/Summary. Once they know, include patients in intervention determinations * W. Baile et Al. â€Å" Out of 5 patients, merely 1 to 2 follow the instructions given by physycians. The others follow a â€Å" ain version † of the therapy and hold their thoughts sing their disease. They will ne'er squeal them. They are incorrect, but who is guilty? † J. P. Assal ( 1999 ) Literature McPherson CJ, et Al. Effective methods of giving information in malignant neoplastic disease: a systematic literature reappraisal of randomized controlled tests. J Public wellness Medecine 2001 ; 23 ( 3 ) : 227-234 aˆ? Thomas R, et Al. Anxiety and depression: consequence on patients ‘ penchants for information following a diagnosing of malignant neoplastic disease. Annalss of Oncology 1998 ; 9: 141 aˆ? Lobb EA, et Al. When the safety cyberspace of intervention has been removed: Patients ‘ unmet demands at the completion of intervention for hematologic malignances. Patient Educ Couns ( 2009 ) ; Department of the Interior: 10.1016/j.pec. 2009.02.005 aˆ? Mank A, et Al. An synergistic Compact disc read-only memory to inform patients about Stem Cell Transplant. Patient Educ Couns 2008 ; 73: 121-126 aˆ? Downs S. Ethical issues in bone marrow organ transplant. Semin Oncol Nurs 1994 ; 10: 58-63 aˆ? Lee SJ, et Al. Discrepancies between patient and physician estimations for the success of root cell organ transplant. J Am Med Assoc 2001 ; 285: 1034-8 aˆ? Andrykowski MA, et Al. â€Å" Returning to normal † following bone marrow organ transplant: results, outlooks, and informed consent. Bone Marrow Transplant 1995 ; 15: 573-81 A elaborate appraisal of BMT receiver ‘s emotional, societal, and psychological wellbeing before BMT is necessary to supply optimum, holistic attention. Distress and depression should be recognized, monitored, documented and treated quickly during the BMT intervention. BMT patients need to be screened at their pre-transplant assignment, at appropriate intervals, and as clinically indicated during the BMT procedure. Distress and depression should be recognized, monitored, documented and treated quickly during the BMT procedure to guarantee positive patient results.

Motivation Through Monetary And Non Monetary Benefits - Free Essay Example

Sample details Pages: 17 Words: 5125 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? ? The main Objective of this research is to determine either the monetary benefits or non-monetary benefits have great impact on motivation. ? Through what ways increase employee s interest towards job and their motivation towards organizational goals. ? Decide the role of intrinsic and extrinsic motivation to enhance organizational performance. ? To find out whether Pay dissatisfaction has numerous undesirable consequences or not and see how pay satisfaction increases organizational commitment ? Also look into a matter that how status is more important than money and why motivate employees towards the organizational goal is possible by assigning them good status. Article 1 Ignacio Falgueras Sorauren. (2000). Non-Monetary Incentives: Do People Work Only for Money, Vol. 10, No. 4. Retrieved from https://www.jstor.org/stable/3857840 Mr. Ignacio Falgueras Sorauren conducted this research in 2000 in which he investigates the problem related to mot ivation in organizations. Actually this problem occurs when people tend to follow their own interests rather than firm s common goals. Primarily author try to address this problem by giving them some economic proposals but the study showed that economic proposal doesn t decrease conflict of interest and not able the people to purse firm s common goal rather than follow their personal interest. These economic proposals further create more problems but after that researcher through thorough study reveals that non-monetary incentives are most important to motivate people towards organizational goals because money is not the solution of every problem. As you can find lot of variables in this article, but with respect to my topic Motivation through monetary and non-monetary benefits help me to identify the dependent variable as organizational goal and independent variable is Employees interest towards job and their motivation towards organizational goals . So it shows that organizatio nal goal is dependent on employee s interest towards job and their motivation towards organizational goals through some non-monetary incentives. Apart from monetary benefits there is a strong need of non-monetary benefits to purse employees towards firm common goals. Some non-monetary benefits include making job challenging and interesting so in this way they know what they are doing and produce positive results for the organization. In order to make job interesting and challenging money would not always play a big role because money is neither the motivator nor the major one. Researchers reveal that most of the time money leads to conflict of interest and the most important opposition of money is its incapability to reduce the conflict of interests born in any organization. So organization needs to set a common goal communicated with their employees, thus enables them to bring unity among their employees and in this way conflict problem has also resolve. Non-monetary incentive i n shape of communicating organizational goal and setting targets for the team, make the employees to work for organizational interests rather than personal interest. This article is extremely relevant to my topic which helps me to understand that non-monetary incentives have great role to play for the achievement of organizational goals. Through these incentives inject motivation in employees to prefer organizational goals over their personal interest. Along with that the best way to motivate people is treating them as human beings because it is really essential to consider all human aspects to gain excellent results. Article 2 Judy Cameron., W. David Pierce. (1994). Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis, Vol. 64, No. 3. Retrieved from https://www.jstor.org/stable/1170677 Two Researchers Judy Cameron and W. David Pierce wrote a research paper titled as Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis in 1994 to examine the effe cts of reinforcement and reward on intrinsic motivation. So in this paper they have conducted 96 experimental studies from different groups to compare rewards and non-rewards effect on intrinsic motivation. In this article I found Intrinsic Motivation as dependent variable, whereas reinforcement and rewards are independent variables. Thus, it shows that in order to bring intrinsic motivation there is need to be some good reinforcement and rewards. As I mentioned above they conducted 96 experiments and the results showed that reward does not decrease intrinsic motivation. Intrinsic motivation is the motivation that comes from inside the person and he gets pleasure while doing job or performing any particular task. When researcher scrutinizes the communication process he finds out that intrinsic motivation can increase through verbal praise. The reward is given to an employee on the completion of the task and it has an insignificant negative effect on intrinsic motivation as mea sured by the amount of time spent on the task. Because that person is self motivated so there is no need to give any rewards to that person but on the other way around concentration of employee s increases towards there job and they try to do the same task in shorter span of time and also in this way bring the efficiency in their work and higher intrinsic motivation. They further conducted five more studies about reinforcement and results reveal that reinforcement does not effect any individual intrinsic motivation. So it shows that you can reinforce your employee regarding the completion of job and that will not hurt their intrinsic motivation. In the end article leave us with one question it is not clear yet what effect reinforcement or reward have on intrinsic motivation. They consider some studies have opposing trend and not relevant because of outside of the researcher paradigm. This article is highly relevant to my study on motivation through monetary and non-monetary benef its. As intrinsic motivation does not increase when employee gets a reward but some times brings efficiency. Whereas reinforcement does not hurt employees intrinsic motivation so intrinsic motivation has a mix trend with respect to benefits. Article 3 Scott Jeffery. The Benefits of Tangible Non-monetary incentives, Retrieved from https://www.businessgroupinc.com/PDFs/The%20Benefits%20of%20Tangible%20Non%20Monetary%20Incentives.pdf Mr. Scott Jeffery the writer of the article which is titled as The Benefits of Tangible Non-monetary incentives talks about that some tangible non-monetary benefits are much more motivational for employees as compare to monetary incentives. And by doing that we can bring better reward system through which the organization easily gains their desired Objectives. One thing we have to keep in mind that in order to increase more performance, non-monetary incentive must be equal or greater than cash incentives because if you provide lower value non-mone tary incentives that might be not as effective as high value cash incentives. In this important article I establish tangible non-monetary incentives as independent variable where as motivation is our dependent variable. Therefore motivation in employees is depending on your independent variable non-monetary incentives and this statement sounds true because there is high probability of bringing motivation in employee s trough non-monetary benefits. There are some very important points discussed in this article like, nowadays organizations use very small amount of tangible non-monetary benefits which are very small percentage of total employee compensation. In this research researcher discussed some explanations through which we get an idea that nowadays firms are not using this kind of incentives. Psychological process which increased motivational power of tangible non-monetary incentives is both emotional and cognitive (involves mental process). As you get to know about the po wer of tangible non-monetary benefits and when these two different cognitive and emotional processes gets together this mean that they toil together in decision making. Justifiability is cognitive because people have to consider the difficulty they have face in order to justify the purchase of tangible non-monetary benefits. On the other way around the nature of these justifiability concerns are more effective. The writer mentioned in this article that the prize which is earned on the basis of good performance makes an employee to think about his achievement, consider as a cognitive process and even have a higher utility when other people get to know about your achievement. So, it shows that motivation or organizational goals are our dependent variables, whereas non-monetary incentives are independent. So I can conclude the article by saying that tangible non-monetary incentives boost employee motivation and has the ability to improve the efficiency of the organization. The artic le is highly relevant to my research which helps me to understand the role of emotional Psychology in order to motivate employees and how it enables the organization to achieve their desire goals. Article 4 Rizwan Saleem. (2005). A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1529064 Mr. Rizwan Saleem from Mohammad Ali Jinnah University in 2005 wrote a research paper titled as A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction . This study is conducted from the banking sector with respect to understand the effect of pay and work motivation on job satisfaction. For that they done exploratory research by developing the questionnaire in order to measure the level of pay, work motivation, and job satisfaction as well as achieve the effect of pay and work motivation on job satisfaction. In this article I discover dependent variabl e as Job satisfaction where as monetary benefits and work motivation is our independent variables. This means that job satisfaction is depending upon monetary benefits that employee is getting and along with that how well the employee is motivated towards the job. So the combination of both helps to achieve Job satisfaction for an employee. As the study showed about the psychology of human mind regarding job satisfaction is that person is self motivated to do that job or task and gets pleasure while doing that job. The rule of the thumb is that the more satisfied the employee, the higher the organizational performance. Further research reveals that there is a difference between intrinsic and extrinsic motivation. In this article intrinsic motivation is defined as the motivation to perform an activity in order to experience the pleasure inherent in the activity. The cognitive evaluation theory says that rewards interpret an employee s competence and determine their intrinsic motiv ation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. Facts reveal that extrinsic incentives often crowd out intrinsic motivation which then reduces discretionary effort of workers. Research has revealed that motivation has different intrinsic and extrinsic motivation. According to Deci, Connell, Ryan intrinsic motivation can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity. According to cognitive evaluation theory and self determination theory it is rewards that are interpreted as information about one s competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. According to experiential facts, extrinsic incentives often crowd out intrinsic motivation which in turn reduces discretionary effort of worker s. Researcher also found that overall the employees were satisfied with their jobs and have their interest in their job. By employing these two independent variables showed that job satisfaction comes automatically and study also proves that in this way employees were more motivated to work for the organization. This article is relevant to my study in a sense that how motivation along with monetary benefits creates job satisfaction for an employee. It helps me to understand that monetary benefits also play a vital role in order to motivate employees and enhance their job performance. Article 5 Thomas Li-Ping Tang., Randy K. Chiu. (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees?, Vol. 46, No. 1. Retrieved from https://www.jstor.org/stable/25075086 Mr. Thomas Li-Ping Tang and Mr. Randy K. Chiu in 2003 through empirical study come up with a research titled as Income, Money Ethi c, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees? . The research scrutinize a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. In this article I found Organizational commitment as a dependent variable whereas pay satisfaction monetary benefits and love of money are independent variables. So pay satisfaction and good monetary benefits enable the employees to meet the organizational commitment. The study shows quite a few relation between important variables, to mention a few important ones it showed that love of money was negatively related to income and pay satisfaction and the love of money was also negatively related to ethical behavior which means that if you have a strong love for money you cannot easily resist unethical behavior. Pay satisfaction was positively related to organiz ational commitment. These relations show that income or money is not the cause of evil but the lust for money is the root to all unethical behavior within an organization. It has been highlighted in the article that the findings of this research shouldn t be interpreted that money is an evil as money itself is a key motivator for employees. There has been an increase regarding the importance of money as a career goal.Pay dissatisfaction has numerous undesirable consequences, e.g., turnover, theft, workplace deviance, and unethical behaviors in organizations and might have direct impact on company s strategic decisions and image. So there is need to provide good pay and monetary benefits to your employees in order to get the desired objectives. This article is related to my topic in a sense that by providing good monetary benefits to your employees, you eliminate the negative consequences such as high turnover, theft and dissatisfaction this further help them to meet the organizat ional commitment. Article 6 Hoimonti Ganguly. (Oct., 1974). Role of Status and Money as Motivators among Middle viromnmManagement, Vol. 10, No. 2. Retrieved by https://www.jstor.org/stable/27765445 Ganguly has conducted a research on the relative importance of Money and status on the motivation level of the middle managers of an organization. The study aimed at measuring the effect of both money and status separately on the commitment level of the employees and then to see which one is more important. Research revealed that status plays a more important role than money for middle managers and this is explained by the fact that the lower-end needs of the middle managers are reasonably fulfilled thus their satisfaction from the job will increase more if their status is improved as compared to the same increase in monetary reward. Money and most importantly Status are the independent variables of the research and the dependent variable is the motivation of managers towards the organizational goals. It has been observed that the correlation between status and motivation is particularly strong in case of middle managers. So it shows that in order to achieve organizational goals and motivate people towards their assigned task, there need to give them a status or position in the company that status is going to be self motivator. It has been further observed that the findings of this research hold true across all the stratifying variables like age, income, experience and qualification thereby strengthening the credibility of the research. The research also shows that younger managers are particularly sensitive to status. Managements that are trying to raise the motivation of its employees towards the organization goals should try to cultivate a corporate culture that meets the managerial needs of status. The research was further taken to define the different components of status and it was revealed that intrinsic factors like power, self-esteem, and sel f-actualization were important in defining status, rather than extrinsic incentives such as fringe benefits and white-collar work. Another important thing that should not be overlooked is that that status is to a great extent defined by the type of work assigned, task performed and result achieved. It has been suggested that linking status with performance tends to improve motivation greatly. This article supports my topic in a way that motivation of middle level managers is not only depending upon the monetary and non-monetary incentives but also depend upon the higher status which is one of the non monetary reward. However it s crucial to take into consideration the different components of status which may vary from organization to organization. Article 7 S. K. Bhatia. (Jan., 1985). Job Motivation of Executives: An Empirical Study, Vol. 20, No.3. Retrieved from https://www.jstor.org/stable/27768826 Increased motivation of the executives of an organization is very essen tial for its success not only because they make all the strategic decisions for the firm but also because of the fact that they influence and motivate all the employees working under them. S.k.Bhatia conducted empirical research on the job motivation of the executives. In the study he has aimed to identify a wide variety of factors that affects the motivation level of the executive and the importance they attach to these factors. He has conducted the research by primarily using surveys as his research tool. The article highlighted that monetary benefits, better job security, good working environment, job content, recognition, work-itself, responsibility, opportunity for growth and advancement and sense of achievement are significant factors that should be considered while making policies to increase motivation for the executives. I t has been observed that job content plays a very significant role in determining the level of satisfaction. Majority of employees who find their work duties boring and not contributing towards their advancement tend to have lower levels of motivation where as the ones who were satisfied with their job content directly derived job motivation and were more than willing to bend their energies for organization s benefit. Apart from the job content majority of the respondents answered that a positive perception of the executives is really important. Positive perception was a factor that was further researched upon by Bhatia and it was revealed that it encompasses a wide variety of factors, some of them that the employees mentioned were recognition, responsibility, opportunity for growth, work-itself, advancement, sense of doing good for the society and a sense of achievement. In this article Perception of the job is considered as a very vital factor controlling and defining the motivation of the executives thus in this empirical study it is taken as an independent variable which is determined by a wide variety of factors and vary from person to person and the variable that is dependent upon the perception of the employee is the job motivation. This means if the person changes his perception about their job and particularly if it changes in positive manner than organization performance definitely increases. Perception of the job is considered as the most significant psychological factors identified by all the Motivational theories. The findings of the research make it imperative to lay emphasis on intrinsic motivating factors identified by Herzberg in his two-factor theory. Along with that there is the marked difference in the degree of perception of executives belonging to three categories (i.e. first level, second level and middle level and above).The general trend is that higher the category of executives, the better the degree of perception of job and consequently the higher level of motivation. A large majority of executives are willing to shoulder greater level of responsibility showing their posi tive attitude towards the job. In the same way a large percentage of the survey population responded that they do not experience stagnation in their jobs and thus get enough opportunities for advancement in their careers which meet their need of self actualization. However on the other end of the spectrum are some respondents who said that they are over burdened and experience less opportunities for growth and advancement. Some first level executives complain that they need more training courses to improve their abilities. The executives have given useful and practical suggestions for bringing about an overall improvement in their job performance and functioning of the respective departments. Article 8 Harvey S. James, Jr. (2003). Why Does the Introduction of Monetary Compensation Produce A Reduction in Performance? Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=481942 Mr. Harvey S. James conducted the research in 2003through which he tries to find the a nswer of the question that why monetary benefits lead to decrease in performance. Through his observational study he revealed that extrinsic incentives usually crowds out intrinsic motivation. This article demonstrates that how the increase in monetary incentives starts displacing intrinsic motivation to act in the interest of principal. And basically they found out that the motivation of the person distracted when his intrinsic motivation is attacked by extrinsic incentives and in this way his preferences, objectives diverted towards incentives. In this article intrinsic motivation is our independent variable whereas explicit incentives is a dependent variable. It is observed that lot of people want to work without explicit incentives and when you increase their monetary benefits it will lead to decline in their effort. This change of effort takes place because now his motivation towards work is dependent upon extrinsic incentives e.g. lot of employees are interested towards certain job but there is a prize for one, then each and every one of them try to dominate each other and start working for personal interest rather than organizational interest. This decline in responsibility shows that there is a tradeoff people face either by intrinsically satisfied at a higher cost or get extrinsic satisfaction from being compensated. But on the other way around when the people have strong intrinsic motivation then it becomes difficult for explicit incentives to crowd out intrinsic motivation of people. Further he explains that teaching uncritically to workers in the interest of organization; incentives are also align if the workers work according to organization interest and such thing might be lead to counterproductive.Murdock s in 2002 through its analysis revealed that incentive contracts and intrinsic motivation are complementary because focusing on healthy work ethics rather than organization interest is followed by most of the organizations these days but on the other way around by giving these incentives increase the intrinsic motivation. And the major cause behind these kinds of incentives is to increase organizational efficiency and to produce the best result for the organization. This article is highly relevant to my study through which I come to know that the basic purpose of incentives is to employee s motivation towards organizational goals but most of the time it proves wrong for highly intrinsic motivated people, on the other way around author says that sometimes extrinsic incentives don t crowd out intrinsic motivation as well. Article 9 Dan Ariely, Anat Bracha, Stephan Meier. Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1010620 This article titled as Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially written by Dan Ariely, Anat Bracha and Stephan Meier. This p aper scrutinize image motivation in which the focus is to be liked by others and treated well regarded, in their eyes. Prosocial behavior (doing good) is one of their drivers. Also determine whether extrinsic monetary benefits (doing well) have unfavorable effect on Prosocial behavior because of crowding out of image motivation. According to definition image is the presentation of ones behavior to other people. So this exclusive property showed that image is most important part of motivation to behave prosocially. Research also showed that when extrinsic motivation relate with image motivation then it is less effective in public than in private. I derive Motivation and extrinsic motivation as dependent variable whereas monetary incentives and behaving prosocially are dependent variable. It is revealed in the study that motivation is crowded out by monetary incentives which illustrates that monetary incentives are counterproductive for public prosocial activities as compare to private one. Through exploratory research researcher finds out that there hypothesis supports them because monetary incentives severely depends on visibility, monetary incentives are much more effective helping them privately rather than publicly Prosocial activities. As we know extrinsic motivation is a motivation that comes from outside of an individual and other way around people wants to be seen doing good without extrinsic incentives, these people want to be respected in the eyes of other people, they want other people to appreciates them and to consider them they are doing good job. But with extrinsic incentives there motive to work well deteriorates because extrinsic incentives makes them work for money or some other factors but they don t want people to consider that they are doing well. so in this way they are not get effective and their image value decreases. The signaling element of a product greatly influences its purchase thus if the government gives a subsidy on a p articular technology that is environment friendly then the fact that whether the particular product is a publicly used product or not will greatly influence the buyers motivation to buy the product. The purchase of the environment friendly technology will confuse the buyer that how does his purchased is viewed by the public, is that made because the buyer is genuinely concerned about the environment or is it just to avail the tax benefit or is it bought just to create an image that you are a responsible citizen. Thus the government should carefully consider all its policies and should take into account the unintentional damage to signaling that their policy results in. Another option for providing the extrinsic incentive is to provide it without making it public, it will give the same effect as if the extrinsic incentive does not exists. This could be further elaborated by using the example that most of the donors for social causes do not make their identity public so that the signa ling effect does not crowd outs their true cause. To conclude it is better to have less extrinsic incentives for visible Prosocial activities so that these incentives do not erode the moral aspect. This article is highly relevant to my study which gives me further knowledge about the effect of extrinsic incentives on motivation and if the person is not extrinsically motivated he wants to appreciate and considered that he is doing a good job. So different people is motivated through different ways. Article 10 Andrew Ballentine., Nora McKenzie., Allen Wysocki., Karl Kepner. The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage. Retrieved from https://edis.ifas.ufl.edu/hr016 This article titled as The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage written by Andrew Ballentine, Nora McKenzie, Allen Wysocki and Karl Kepner. In the corporate environment manager these days constantly tryi ng to create strong motivational environment in the organization through which all the workforce work towards the organizational goal together. For that they use monetary and non-monetary benefits to motivate them in workplace. There can be diverse kinds of monetary benefits which have a similar impact on associates. An example could be a mutual fund is one of monetary benefits provided through company insurance program or pension plans. Different people in an organization has different needs and there are different incentives for the employee of different age group. Nowadays organizations are replacing their traditional motivational incentives to newer ones according to the needs of younger generation. Along with that article also states that there are different monetary and non-monetary benefits at each stage of employee career e.g. a nature of an incentive is different for higher management of organization hierarchy as compare to lower level management. So I derive dependent v ariable as motivation, interest, and job satisfaction whereas career stage and Generation in which you born are Independent variables in this article. The basic reason of monetary benefit is to reward the employee s for excellent performance in their job by giving them money. Profit sharing, stock options, project bonuses and warrants are some types of monetary incentives. On the other way around the rationale behind non-monetary incentives is to reward the employees for excellent performance in their job by giving them opportunities. Flexible work hours, pleasant work environment and training are some of the examples of non-monetary benefits. Furthermore author also revealed that monetary and non-monetary incentives differ in the efficiency, functions and correctness depending upon the nature of incentive. Another researcher Alfie Kohn in 1993 presents his point of view that monetary incentives encourage Obedience to the work in an organization rather than risk-taking approac h because most rewards are given on the basis of performance and people don t want to take risk their jobs. So in this way employees are not encouraged from being creative in work place. One of the most important aspects of the study is desired monetary incentives differ from career stage of employee and also from which generation he belongs to. Survey conducted by American Association of Retired Persons has shown that retired people are motivated to work for flexible schedules, part time hours, and temporary employment and they are known as Mature workers who were born between 1930 and 1945. Whereas baby boomers those who were born between 1946 to 1963 wants retirement planning , flexible retirement options, sabbaticals and job training as their non-monetary incentives. Further the next generation Generation X ers those who were born between 1964 and 1981 like flexible work schedule, professional development, feedback, tangible rewards and work environment as their non-monetary incentives. And Generation Y ers those who were born after 1982 wants flexible work schedules, professional development, feedback, tangible rewards and work environment as their non-monetary incentive to get motivated. This article is highly relevant to my research; it increases my understanding that motivation is different for different people. We have to give different non-monetary incentives to different generations and employees of different career stages to motivate them about specific task. Hypothesis Tentative Hypothesis: Ho: Monetary Benefits increases more employee motivation than Non-Monetary Benefits at an organization H1: Non-Monetary Benefits increases more employee motivation than Monetary Benefits at an organization Ho: there is no significant relation between communicating organizational goals and employee motivation level H1: there is significant relationship between communicating organizational goals and employee motivation level Ho: there i s no significant relation between increases in the employee motivation level and monetary benefits H1: there is significant relation between increases in the employee motivation level and monetary benefits Ho: there is no significant relation between increase in employee motivation level and non monetary benefits H1: there is significant relation between increase in employee motivation level and non monetary benefits Ho: Rewards and reinforcement have not significant relationship with intrinsic motivation H1: Rewards and reinforcement have significant relationship with intrinsic motivation Ho: there is no significant relationship between boosting employee motivation and tangible non-monetary benefits H1: there is significant relationship between boosting employee motivation and tangible non-monetary benefits Ho: Pay dissatisfaction has not significant relation with undesirable consequences H1: Pay dissatisfaction has significant relation with undesirable c onsequences Don’t waste time! 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